Ozgur Pulat, PhD’s Post

As we embark on our paths of professional and personal growth, one of the greatest challenges we sometimes face is the inability to 𝑨𝑪𝑪𝑬𝑷𝑻 various aspects of our journey. Yet embracing acceptance is key for growth.This lack of acceptance can cause us to lose sight of our true potential and hinder our progress. ✅ 𝑨𝒄𝒄𝒆𝒑𝒕𝒂𝒏𝒄𝒆 𝒊𝒔 𝒏𝒐𝒕 𝒔𝒖𝒃𝒎𝒊𝒔𝒔𝒊𝒐𝒏; 𝒊𝒕 𝒊𝒔 𝒂𝒄𝒌𝒏𝒐𝒘𝒍𝒆𝒅𝒈𝒎𝒆𝒏𝒕 𝒐𝒇 𝒕𝒉𝒆 𝒇𝒂𝒄𝒕𝒔 𝒐𝒇 𝒂 𝒔𝒊𝒕𝒖𝒂𝒕𝒊𝒐𝒏. 𝑻𝒉𝒆𝒏 𝒅𝒆𝒄𝒊𝒅𝒊𝒏𝒈 𝒘𝒉𝒂𝒕 𝒚𝒐𝒖'𝒓𝒆 𝒈𝒐𝒊𝒏𝒈 𝒕𝒐 𝒅𝒐 𝒂𝒃𝒐𝒖𝒕 𝒊𝒕." – 𝓚𝓪𝓽𝓱𝓵𝓮𝓮𝓷 𝓒𝓪𝓼𝓮𝔂 𝓣𝓱𝓮𝓲𝓼𝓮𝓷 If we accept diverse perspectives and value others' achievements, we unlock our full potential and create a harmonious environment. Here are some key aspects to consider: - **𝑺𝒆𝒍𝒇-𝑰𝒎𝒑𝒓𝒐𝒗𝒆𝒎𝒆𝒏𝒕:** Accepting that others excel in areas where we may not, inspires continuous learning and growth. It encourages us to improve without feeling inadequate or competitive. 📍 - **𝑶𝒑𝒑𝒐𝒓𝒕𝒖𝒏𝒊𝒕𝒚 𝑨𝒘𝒂𝒓𝒆𝒏𝒆𝒔𝒔:** Recognizing others' access to more opportunities helps us appreciate diverse paths to success. This mindset fosters resilience and innovation by encouraging us to seek or create our own opportunities. 📍 - **𝑽𝒂𝒍𝒖𝒊𝒏𝒈 𝑫𝒊𝒗𝒆𝒓𝒔𝒆 𝑷𝒆𝒓𝒔𝒑𝒆𝒄𝒕𝒊𝒗𝒆𝒔:** Acknowledging that others see things differently enriches decision-making and enhances collaboration. Embracing diverse viewpoints broadens understanding and strengthens joint efforts. 📍 By embracing acceptance, we cultivate a mindset that values diversity, mutual growth, and personal liberation. However, non-acceptance can have adverse effects: - **𝑩𝒓𝒆𝒆𝒅𝒊𝒏𝒈 𝑯𝒂𝒕𝒓𝒆𝒅:** Failure to accept others' success can lead to jealousy and hatred, harming mental well-being and relationships. - **𝑩𝒍𝒂𝒎𝒆 𝒂𝒏𝒅 𝑹𝒆𝒔𝒆𝒏𝒕𝒎𝒆𝒏𝒕:** Lack of acceptance may cause blaming and shaming, creating a toxic environment that impedes growth for everyone. - **𝑫𝒊𝒗𝒊𝒔𝒊𝒗𝒆𝒏𝒆𝒔𝒔:** Non-acceptance fosters division rather than unity, limiting potential for growth and collaboration. How are we accepting certain situations in our journey of personal and professional growth to foster self-liberation and mutual growth? Share your thoughts..... #SelfLiberation #Acceptance #PersonalGrowth #Diversity #Collaboration #Inclusivity #Leadership.

Good morning! 🚨I say NO to nepotism, favouritism, and work cultures where privilege triumphs over merit. It kills engagement, innovation, and shareholder value. Also, there are special words for it.👇 I've seen it far too often: organizations where who you know (or who your parents are/know) matters more than what you can do. Where being a yes-sayer is valued over making a real difference. It's time to speak up and say no to workplace nepotism and the culture of privilege. Nepotism and favouritism can destroy an organization from the inside out. Instead of valuing employees for their skills, impact, and potential, these toxic cultures prioritize connections and blind loyalty. But let's be clear—this isn't the loyalty we should celebrate. True loyalty means challenging the status quo, speaking out against unethical practices, and driving meaningful change. In these environments, loyalty is misinterpreted. It means nodding in agreement, even when you know the direction is wrong. It means staying silent when you should speak up. It means prioritizing relationships over results. This kind of loyalty isn't just misguided—it's harmful. This phenomenon isn't unique to any one place—it's known across countries and cultures. Different languages even have their special words to describe it: 👉 Portuguese: "Cunha" 👉 French: "Piston" 👉 German: "Vitamin B" (Vitamin Beziehung) 👉 Italian: "Raccomandazione" 👉 Arabic: "Wasta" (واسطة) 👉 Chinese: "关系" (Guānxi) 👉 Polish: "Kolesiostwo" I've seen talented individuals overlooked, innovative ideas squashed, and ethical lines crossed, all in the name of maintaining the status quo. But the truth is, real growth and progress come from diversity of thought, from those who dare to challenge and push boundaries. So here's my personal statement: I say NO to nepotism. I say NO to favouritism. I say NO to the culture of yes-sayers. We should value our people for their contributions, not their connections. Appreciate those who dare to speak up, who bring fresh perspectives, who drive real change. At KYP.ai, we are committed to meritocracy. I still vividly remember my pre-joining conversation with Dr. Adam Bujak, CEO and Co-Founder. The contract was on the table, ready to be signed. Even though our relationship goes back 20 years, he told me, "You might know me, you might have achieved a lot before, and I appreciate that. But if you don't perform, you're out. We are entrepreneurs. And these are our values." For me it was the final confirmation KYP.ai was the place I wanted to help building for years to come. Going back to nepotism, favouritism and privillege. Have you been exposed to such cultures or setups? Have you witnessed the detrimental effects of nepotism in the workplace? How is it called in your language? Share your experiences. #AntiNepotism #WorkplaceCulture #Leadership #Innovation #SpeakUp #Merit #Meritocracy #Cunha #VitaminB #Piston #Kolesiostwo

✨Lessons from being MYSELF ✨ In the maze of life, it's easy to lose sight of who we truly are. We're bombarded with expectations, comparisons, and the constant pressure to fit into predefined molds of success. However, in my journey, I've learned a valuable lesson: "be yourself, the world will adjust." Embracing my uniqueness hasn't always been easy. It required introspection, self-acceptance, and the courage to challenge societal norms. However, the journey has been incredibly rewarding, both personally and professionally . Here are some reflections on how embracing my uniqueness has transformed my approach to the corporate scenario: 💫Uniqueness breeds true connection: Trying to impress others or conforming to societal norms may garner temporary approval, but it often leads to superficial relationships. By staying true to myself, I've cultivated deeper connections with colleagues and clients based on trust and mutual respect. 💫Standing out by being different: Embracing my unique identity has allowed me to bring fresh perspectives, innovative ideas, and creative solutions to the table, setting me apart from the crowd. 💫Overcoming the fear of judgment: Embracing my quirks, strengths, and weaknesses has empowered me to step out of my comfort zone, take calculated risks, and pursue opportunities without being shackled by the fear of what others might think. 💫Finding fulfillment in Being yourself: Success loses its luster when it's not aligned with our true selves. By embracing my uniqueness, I've found fulfillment in my work, knowing that every achievement is a reflection of my authentic self rather than a facade crafted to please others. 💫Cultivating a culture of inclusion: Diversity is not just about demographics; it's about embracing the multitude of perspectives, experiences, and identities that make us who we are. By championing authenticity and celebrating diversity, I've contributed to creating a more inclusive and supportive corporate culture where everyone feels valued and empowered to thrive. So, to all fellow corporate warriors out there, I urge you to embrace your uniqueness unapologetically. Be yourself, because when you do, the world will adjust. And in that adjustment lies the key to unlocking your true potential and finding fulfillment in every aspect of your professional journey. ✨Let's continue this conversation! Do you agree to this . Please type an yes if u or if you have a different perspective I would love to learn from you all. Share your thoughts in the comments below. #leadership #beyourself #embraceuniqueness #hr #personalgrowth #authenticity #professionaljourney

“Surround yourself with people who talk about visions & ideas. Not people’.   The environment in which we live in, plays a pivotal role in shaping our success or downfall. It encompasses various aspects, but I believe these are the three most critical ways it can impact us as an individual:   1. Peer Influence: Peers can significantly impact an individual's behaviour, attitudes, & goals. A supportive peer group can motivate & encourage, while a negative peer group can lead to distractions or negative behaviours that impede success.   2. Supportive vs. Negative Environment: A supportive environment serves as a fertile ground for growth, which offers encouragement, resources, & opportunities. It nurtures your confidence & motivation, acting as an impetus to for one to thrive. Conversely, a hostile or unsupportive environment can stifle personal development.   3. Cultural Norms & Expectations: Cultural norms & societal expectations prevalent in the environment plays a paramount role in shaping an individual’s aspirations, values, & beliefs about success. They can either motivate individuals to strive for excellence or impose limitations based on the societal standards.   Hence, ‘Surround yourself with people who talk about visions & ideas. Not people’! #environment #growth #culture #beliefsystem #society #support #success    

Whether it’s in our personal or professional lives, the labels we attribute to ourselves or those placed on us by others, can be a heavy cross to bear. Whether it is titles, roles or assumptions based on past experiences, these labels can limit our growth and potential. We are at risk of becoming and living our lives according to them. We can find ourselves boxed in by how others perceive us or how we perceive ourselves. This can stifle creativity, hinder collaboration and prevent us from exploring new opportunities. This can be positive or negative affirmation. Let’s say for instance, you are perceived as being the positive one in the workplace. The one who always sees the good in everything and the bright side. Then you experience loss, or a bad experience and this makes you sad, and you want to express this emotion but feel that you are unable to because you may lose that identity of being the positive one. Instead of expressing this sadness and releasing it, you allow it to fester inside of you, building up, until one day, it becomes too much and it comes out of you in a flood of tears and pain. Instead of labelling one another or ourselves, lets embrace the fluidity of our identities. Encourage open dialogues, allowing us to redefine ourselves beyond these constraints. Create an environment where everyone feels empowered to grow, innovate and thrive to show their true selves, free from the weight of preconceived notions. What labels have you shed to reach your full potential and show your true self? #mindest #personalgrowth #leadership

Today marks three years at Rippling and instead of focusing on myself I would like to give praise to these individuals who have made this wild ride unforgettable. Thank you Allison Stitt for pushing me to explore the wonderful world of tech. I would not of even dabbled in this space had it not been for you pushing me to give it a chance. The ferocity in which you approach obstacles is inspiring and if I had not been able to learn from you when we were living together I think I would of ended up on a completely different path. Tyler P. I don’t even know where to start because your grace, guidance, and support have meant the world to me. Whenever imposter syndrome crept in you always reminded me that I have the ability to squash it and should. The way that you manage made me determined to be a manager under your org because of how truly refreshing it was to see someone guide with such strong principals that were a direct reflection of her integrity. I will never be able to thank you enough for all that you did for me when I was first starting out at Rippling and through out our time working together. I hope to one day be able to show up for my teams in just a fraction of the way that you do. Shaunna Lansberry my PEO person. Thank you for giving me the autonomy and support to try new things and to fail. I appreciate every second that I got to have working with you on building out the PEO segement. Thank you for trusting me to be your first frontline manager in that new world. I know you will continue to scale up the segment because you are an unstoppable force. Zack Lord my partner in crime in the trenches. Thank you for the humor, technical expertise, and calming reassurance that you always bring to trying situations. You have helped me change my perspective in situations that seem impossible so that I can always see a path forward. Your dedication to your team and their success is something that everyone in leadership should strive to mirror. Patricia Gilpin who continues to challenge me to try new approaches, strategies, and bring a new mindset to an otherwise unfavorable situation. You are great coworker and an even better friend. Everytime I hear you discuss a deal, escalation, or strategy in a tense situation I learn something new. The way that you are able to leverage data continues to blow my mind. Kim Horwitz who believed in me when I wanted to knock the rust off and get back into the IC seat to work with customers again. Thank you for letting me bring myself to the role. I love when you nerd out on product capabilities with me. I feel like I have already learned so much in the short time I have been under your leadership. Mary Catherine Winton thank you for bringing me over to Strat. It is clear I have a lot to learn from you and every day feels like a master class in how to execute flawlessly. Your leadership makes anything feel possible with how you show up for us. I can’t wait to see where you take us this year!

Ever wondered why the passion, once burning bright in a team member, wanes over time? I recently began collaborating with a junior colleague who initially exhibited a great deal of enthusiasm and delivered impressive results. However, I have noticed a gradual decline in their motivational levels, and the passion once so evident seems to have waned. 𝗦𝗘𝗧 𝗔 Ajay, how are you today? May I have a casual conversation with you? Have you watched any movies recently? Where is your hometown, and what makes it special? I am planning some budget-friendly travel in the next few months. Which Instagram pages or YouTube channels do you follow to refresh and gain unique insights? Can you share them with me? I am very interested in DIY content. 𝗦𝗘𝗧 𝗕 It appears you gravitate towards the most creative pursuits, which is something I admired when you first joined us, and you were excelling. How did you feel during the initial three months? Lately, have you noticed any misalignment between your interests and the work or organizational expectations? I am here to understand your perspective and see what might be occurring behind the scenes. Thank you for sharing. Could you provide examples where things did not align with you, resulting in a dip in your performance? That was quite insightful. If you were in senior management or a leadership position, how would you envision changes that could enhance enthusiasm without compromising quality? 𝗦𝗘𝗧 𝗖 I really enjoyed our conversation; it was deep and insightful. I feel we spent our time well, and I learned about issues that were not immediately apparent. I want to review the feedback and suggestions you provided and consider implementing them on a quarterly basis to promote adoption and change. I am keen to modify my leadership style in ways that would enable you to perform at your best. I will distribute a survey to gather more information on this specific topic to uncover other potential scenarios and issues. Engaging in these conversations requires starting from non-threatening, comfortable topics as outlined in 𝗦𝗘𝗧 𝗔. Then, adopting the junior’s perspective to understand their workplace experience in 𝗦𝗘𝗧 𝗕. Finally, acknowledge and appreciate their input, ensuring them that the feedback will inform future changes, as described in 𝗦𝗘𝗧 𝗖 I'd love to hear other perspectives on maintaining motivation and enthusiasm at work. How do you leaders out there keep your team's passion ignited? Feel free to share your thoughts! Or, if you've been in a similar position as my colleague, what helped reignite your motivation? Your experiences may help others in the same boat! #Workcubes

GREAT CULTURE IS NOT A MYSTERY. You might call it by another name, but every one of us has a value system. This is what frames days, defines perspectives, shapes attitudes and becomes the fabric of our relationships. It defines our culture. Either honesty is a guidepost, or we find convenience and comfort in shades of gray and ethics that conform to the moment. Either we believe word is equivalent to bond, or we live and work in a world devoid of trust. Either expectations drive us, and we view life in transactional terms, or we come to every endeavor with the best we have to give because this is a reflection of who we are. Either we embrace kindness, or we are open to letting our worst inclinations define how we interact with each other. Either we believe relationship trumps everything, and therefore invest mightily in them, or we believe something that is fleeting warrants our attention, energy and investments. Either we forgive; or we forfeit the renewal that comes with having been forgiven. Either we believe that nothing is more valuable than a person, or we do not. And this calibrates priorities. What we value most either frames every challenge…every opportunity. It is a source for joy and fulfillment. Or what we value leaves us wanting. Whether at home, in business or in our communities, what we value most defines the culture in which we will live, and the one we hand to the next generation. Our choice.  #culturechange #values #leadership #peopleareworthit #betterconversations #kindness

Ever come across a situation where a person seems impervious to repercussions of poor performance? Such dynamics can sometimes be the result of an unconscious bias known as the halo/horns effect. This bias is where our overall impression of a person influences our perceptions of their specific traits or performance - and it can significantly disrupt team dynamics and organizational effectiveness. Sometimes it can work to prevent us from updating our views on a person’s performance, even when new evidence suggests otherwise. Often, we inherit perceptions of colleagues based on others’ expressed views, which can unfairly color our judgments. This can lead to a cycle where positive traits (halo effect) or negative traits (horn effect) overshadow objective assessments of their work. Consequently, we may undervalue or overvalue contributions, stifling growth and innovation. Here’s a few quick tips to assist with countering halo/horns bias: **1. Past performance is irrelevant - as much as possible take out of your mind whether a person has succeeded or failed previously and look objectively at the evidence at hand. Sometimes it can help to run it past an objective third party. **2. Be wary of assuming other people’s judgements as your own - this can happen a lot when we are coming into a new role OR when a new person starts in our team. Always observe off hand comments offered by others with detached curiosity - never as gospel. **3. Consider underlying factors - particularly if a person has underperformed. Could there be challenging circumstances we don’t know about? Do they belong to a historically underrepresented or marginalised group? Such things can impact a persons ability to build relationships which affects their work but is not a reflection of their talent or capability. Equitable environments mean giving extra support to those who need it. Recognizing and actively countering this bias is crucial for fostering a fair, productive, and inclusive workplace where every team member’s performance is evaluated on merit, not perception. #diversity #equity #inclusion #dei #unconsciousbias #haloeffect #horneffect

This is so important